Self-determination at work: Understanding the role of leader-member exchange

By Laura M. Graves, Margaret M. Luciano. 2013

111 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/ce79d17a9e8d0367b554cd3120a1ffee4f15af43

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In Applied Psychology

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Self-Determination Theory Can Help You Generate Performance and Well-Being in the Workplace: A Review of the Literature (2018, background): “…to managers (individuals in direct contact with employees) specifically, high-quality supervisor–employee interactions, characterized by support, mutual trust, respect, and obligation are associated with need satisfaction and autonomous regulation (Baard et al., 2004; Graves & Luciano, 2013).”
The influences of perceived organizational support and motivation on self-initiated expatriates’ organizational and community embeddedness (2017, background): “…autonomous motivation has been found to positively influence desirable employee outcomes such as satisfaction (e.g., Gillet, Gagné et al., 2013; Graves & Luciano, 2013), organizational commitment (e.g., Bo, 2013; Graves & Luciano, 2013) and negatively influence turnover intentions (Gillet,…”
Affect and leader-member exchange in the new millennium: A state-of-art review and guiding framework (2017, background): “The relationship most frequently tested is the positive impact of LMX on followers' perceived affective commitment (e.g., Brunetto et al., 2012; Eisenberger et al., 2010; Graves & Luciano, 2013).”
Basic psychological needs and work motivation: A longitudinal test of directionality (2018, background): “(2004) found that satisfaction of the basic psychological needs was related to better psychological adjustment, and in a study by Graves and Luciano (2013) autonomous work motivation was positively linked to vitality.”